Joint Labor Management Committee (JLMC). It is the goal of SEIU Healthcare 1199NW and KFHPWA to engage in joint problem-solving efforts wherein the mutual interest of the Union and management can be addressed on an on-going basis during the term of this Agreement. The JLMC shall serve as a forum for union input to the management decision-making process and mutual education and information sharing by both parties. The primary goal of the JLMC is to support staff and management in the delivery of quality patient care, including improved conditions conducive to the delivery of quality care and the recruitment and retention of nurses. The Employer and the Union recognize the importance of working together to provide an environment in which staff can effectively and safely provide care. The parties also recognize that staffing and workload are integral and critical elements of the work environment. The JLMC will develop an annual plan to address issues of mutual concern including but not limited to staffing, patient safety, workforce planning, etc. The JLMC shall use an interest-based process for problem solving. The JLMC may address matters subject to collective bargaining but shall not substitute for the contractually agreed-upon process for resolving grievances under Article 16. Issues and problems pertaining to specific worksites will continue to be addressed at the facility or work unit level. The approach, structure and composition of the committee may vary depending on the issues; however, each party will appoint a core of no more than six (6) representatives. The JLMC and/or the appropriate NPC may upon mutual agreement be convened to include members of the Service Unit to discuss staffing issues/concerns. Employee attendance at these meetings will be on paid time. The JLMC will meet quarterly or more often by mutual agreement. As part of the JLMC’s work plan, it is agreed that in the first year of this agreement the JLMC will look at the structure of the nurse practice committees (NPCs) and make recommendations to improve the structure to ensure their success.
Joint Labor Management Committee (JLMC). The Union and the Employer agree to establish a joint labor management committee (JLMC) to discuss shared work place concerns with the purpose of promoting good communications, problem-solving at the lowest appropriate organizational level and following through on worksite resolutions. It is the intent of the Union and the Employer that the JLMC has decision-making authority with the understanding that the committee members may need to confer with their respective organizations prior to reaching a final decision. The JLMC will consist of a maximum of eight (8) members, including four (4) Union- appointed representatives, at least three (3) of whom will be employees, and four (4)
Joint Labor Management Committee (JLMC). The goal of the JLMC is to improve the existing collaborative process between management and staff in offering input to recommendations related to the delivery of rehabilitation and preventative services that reflect current best practices and are evidence-based while meeting cost- benefit goals, addressing immediate and long term patient needs, and aligning with the medical home model of patient-centered care. It is the goal of SEIU Healthcare 1199NW and KFHPWA to engage in joint problem- solving efforts wherein the mutual interest of the Union and management can be addressed on an on-going basis during the term of this Agreement. There will be one combined JLMC for all PT/OT services. The JLMC shall serve as a forum for union input to the management decision-making process and mutual education and information sharing by both parties. The primary goal of the JLMC is to support staff and management in the delivery of quality patient care, including improved conditions conducive to the delivery of quality care and the recruitment and retention of staff. The Employer and the Union recognize the importance of working together to provide an environment in which staff can effectively and safely provide care. The parties also recognize that staffing and workload are integral and critical elements of the work environment. The JLMC will develop an annual plan to discuss issues of mutual concern including but not limited to staffing, patient safety, workforce planning, etc. The Union and Employer have a joint commitment to:
Joint Labor Management Committee (JLMC). A Joint Labor-Management Committee (JLMC) will be formed with equal members from the Committee/Administration and the Association. This Committee will be used to facilitate and open dialogue over issues of concern. Both the district and Union can bring issues and speakers to the concerned issue. The Committee will meet at least quarterly to discuss on-going concerns, share discussions with the school committee if the concerns are within their purview. The committee will consist of designated union members, district assigned members and school committee representative.
Joint Labor Management Committee (JLMC). A. The State and CCPU encourage the use of Labor Management Committees to address issues of mutual concern in a problem-solving context. Upon request of either party, a Joint Labor Management Committee (JLMC) shall be established to address specific or ongoing issues.
Joint Labor Management Committee (JLMC). X. Xxxxxxx: The JLMC is a collaborative forum to discuss issues that affect the work environment and effective working relationships and that are not current matters of negotiation or grievance. Such issues may include, but are not limited to, those that bear on the effectiveness of Public Citizen policies and practices related to compensation, performance evaluations, employee benefits, and workplace safety and sanitation. The JLMC will act by mutual consent and may make non-binding recommendations on matters germane to Union-management relations and, when appropriate, to the continuous improvement of Public Citizen operations.
Joint Labor Management Committee (JLMC). 1. The parties shall establish a standing joint-labor management committee, comprised of the Union President, the Superintendent, and up to two designees by each. The purpose of the JLMC shall be to discuss and resolve issues impacting employees. The JLMC shall meet no less than quarterly.
Joint Labor Management Committee (JLMC). The JLMC will be convened on an as-needed basis to address issues that arise during the life of the agreement. SELECTION OF ASSIGNMENT – SCHEDULE SUPERVISOR
Joint Labor Management Committee (JLMC). The City Manager or his/her designee and other management representatives chosen by the City Manager will meet on a quarterly basis with an equal number of representatives of the bargaining unit and a Teamsters 856 Business Representative to address relevant and timely labor relations issues, unless otherwise agreed to by the parties. Effective upon ratification and adoption of this agreement, both parties will convene monthly for the first six (6) consecutive months to discuss the classification and/or compensation matters of the Marina Maintenance Worker, Utility Technician I/II, and Water Treatment Plant Operator classifications. The JLMC meeting agenda shall include any matters within the scope of representation, with exception of those matters which have already been filed as grievances, unless otherwise agreed to by the parties. The City does not waive any management rights through its participation on this committee.
Joint Labor Management Committee (JLMC). A. The JLMC will be used as a forum to facilitate labor/management communication, and to discuss issues that are not current matters of negotiation or grievance. The JLMC shall act by mutual consent and will provide for regular, ongoing discussions, non-binding recommendations on matters germane to Union-management relations and, when appropriate, to the continuous improvement of ActionAid USA operations. Each party (Management and Labor) shall identify 2 representatives. At least half of the Union members must have at least one year of ActionAid USA work experience. Term of service on the committee will end each year on December 31st. A person may be reappointed at the discretion of each party. Empty positions on the JLMC may be filled at any time. Appointees to the committee should be individuals with sufficient knowledge and authority to effectively represent their respective parties. Each party will select a co-chair.
